Select your Questions in Advance• Don’t just simply rely on a job description or resume to structure the interview• You will get much better information if you carefully pre-select question Icebreakers Culture-fit Questions Behavioral Questions Traditional Questions Situational Questions
What to Ask: Icebreakers• Used to build rapport and set candidates at ease before beginning the formal interview• Examples: – Did you have any trouble finding our place? – Before we start, would you like a glass of water? – Tell me about yourself
What to Ask: Traditional Questions• These are questions that allow you to gather information about a candidate and their experience• Because these questions are asked often, many candidates will have answers prepared for them (can be used to help candidates feel at ease)• Example: – What are your experiences that are related to this position?
What to Ask: Situational Questions • Ask candidates what they would do in a specific situation relevant to the job at hand. • Helps you understand a candidate’s thought process • Examples: – How would you deal with an irate customer? – How would you deal with stress on the job?
What to Ask: Culture-fit Questions• These will help you select candidates who are motivated and suited to perform well in the unique environment of the organization• Examples: – Describe the work environment or culture in which you are most productive and happy – What are the characteristics exhibited by the best boss you have ever had? – What management style will bring forth your best work and efforts?
What to Ask: Behavioral Questions• Requires candidates to share a specific example from their past experience• Each complete answer from a candidate should be in the form of SAR response – Situation, Action, Result• Examples: – Tell me about a time you had to manage multiple tasks – Give an example of a goal you reached in the past, and tell me how you achieved it
Behavioral Based InterviewingBecause past behavior is the best predictor of future performance! Look for answers which demonstrate that a particular positive behavior is long-standing
Behavioral Based InterviewingOftentimes, you may find it necessary to follow up behavioral questions with probing, or mirror questions• Probing Questions: Brief statements or words that urge an interviewee to continue or elaborate on a response EX: “Go on,” “What else?”• Mirror Questions: Paraphrase an interviewee’s previous response to ensure clarification and elicit elaboration EX: “From what you said, it seems like….”
Putting YOU in the hot seat • At the end of any interview, it is important to ask the candidate if there are any questions they have for you, the interviewer • Because of this, you want to make sure you are informed as possible about the position and the company • If there are any questions you are unsure of, explain to the candidate that you will look into the question and get back to them with an answer
Final Thoughts on Interview Questions• Not all questions will be applicable to every situation• Choose questions that fit the position.• When interviewing multiple candidates for a position, it is important to use the same criteria for evaluating each candidate so as to avoid legal problems. – The key is to be consistent and fair with all candidates (i.e., show no favoritism or discrimination). – Use an interviewing guideline of core criteria/qualifications that is applicable to all candidates for the position.• Many of these questions do not have a “right” or “wrong” answer.• After you have selected the questions that are appropriate to use, give some thought to the answers that make sense given your organization, culture and the priorities of the position.
To wrap up this module, we haveincluded a brief video which shows various HR professionals talking about their favorite interview questions to ask